October 13, 2026

Introduction

Health inclusion is the principle that everyone, regardless of their circumstances, should have the opportunity to achieve their highest level of health. This principle recognizes that systemic gaps associated with socioeconomic conditions, geography, and other social determinants of health can affect access to care.¹ For employers, this is relevant because barriers to accessing affordable, high-quality healthcare can contribute to disparities in care and health outcomes, which are associated with higher medical costs and lost productivity.² Advancing health inclusion is essential to creating a healthier, more engaged workforce that drives productivity.

Amid increasing healthcare costs and heightened demand from employees for support tailored to meet their individual needs, employers’ commitment to health inclusion has never been more essential. That’s because in times of rising healthcare costs, employees facing barriers may experience disproportionate affordability challenges. Maintaining a commitment to health inclusion in the face of mounting cost pressures requires both short- and long-term approaches that balance promoting health inclusion with immediate budgetary concerns. While reducing health inclusion-related efforts may seem necessary to manage near-term cost constraints, doing so can deepen existing gaps, contributing to poorer health outcomes, and ultimately, increasing healthcare costs. These impacts can also extend to workforce outcomes, including employee engagement and productivity.

The Value of Investing in Health Inclusion 

Addressing health inclusion effectively starts with employers understanding the needs of their workforce. To assess these needs, employers should look beyond aggregate utilization and engagement figures to identify specific health disparities and address underlying factors, such as socioeconomic conditions or geographic barriers, that may affect employee health. For instance, economic stability can influence access to healthcare, nutritious food, and stable housing, all of which affect health and well-being.³ By focusing on these social determinants and considering how they impact employees’ health and engagement, organizations can design initiatives that more precisely address disparities and deliver measurable improvements to workforce well-being. To advance these efforts, organizations should focus on initiatives structured around the four pillars of health inclusion:

By aligning their strategies with these pillars, employers can design comprehensive programs that address disparities and drive measurable improvements in workforce health and well-being.

Successful implementation of these initiatives will require ongoing collaboration with partners, including health plans, providers, and community organizations. Employers should establish clear goals and incorporate health inclusion expectations into vendor selection, contracting, and performance reviews. Monitoring and evaluating these efforts through the collection and analysis of relevant data is essential for determining the effectiveness of health inclusion strategies. By regularly assessing outcomes, such as variations in healthcare engagement and treatment adherence, employers can identify areas for improvement and adjust their strategies as needed to enhance the impact of their initiatives and ensure that all employees are moving closer to achieving their full health potential.

Key Strategic Considerations

In the face of economic pressures, as highlighted by an expected increase of 9.2% for healthcare costs in 2027, cost-containment measures have become paramount. However, it is critical to understand how these measures can disproportionately affect subsets of an employer’s population. Historically, employees who have been marginalized have faced greater financial burdens and barriers to accessing quality healthcare. Reductions in funding for crucial services can exacerbate existing disparities, particularly for people facing barriers. Employers should carefully evaluate the potential effects of reducing or eliminating services that address specific disparities, such as mental healthcare, maternal health, and chronic disease management.

By proactively supporting initiatives that promote health inclusion, employers have a unique opportunity to lead in addressing these challenges. The following actions can help employers manage costs while sustaining progress on health inclusion.

Employers can consider the following actions:

• 1 | Conduct audits: Assess benefit design, focusing on employee health outcomes through medical claims or similar data to identify and address gaps in coverage and care.
• 2 | Prioritize preventive care and well-being initiatives: Support evidence-based programs that help prevent illness and address identified workforce needs.
• 3 | Foster innovation in benefit design: Aim for flexible benefits that respond to the diverse needs of your workforce. Programs that promote culturally competent care and targeted health interventions can help address health disparities effectively.
• 4 | Promote global consistency: Ensure that initiatives designed to promote health inclusion are consistent and integrated across all major geographic locations.
• 5 | Hold your partners accountable: Consider integrating health inclusion-related questions as well as outcomes-based contractual requirements into vendor selection, negotiation, and renewal processes. Encourage health vendor partners to equip healthcare providers with the skills, such as cultural competency training, needed to address the diverse needs of the workforce.
• 6 | Evaluate the long-term impacts of program reductions and eliminations: Work with consulting partners to assess how scaling back efforts focused on health benefits affect health inclusion and overall costs.
• 7 | Leverage technology: Use virtual capabilities to promote health inclusion by creating programs that remove rather than create new barriers.
• 8 | Engage with various employee groups: Foster open dialogue with employees through employee resource groups (ERGs) representing different populations to understand and address their specific health needs.
• 9 | Monitor health inclusion progress: Regularly track the organization's efforts and achievements in promoting health inclusion.

Conclusion

In this time of escalating healthcare concerns, organizations need to recognize health inclusion initiatives as an investment rather than an expense. Employers can play a pivotal role in leading the charge for improving access to care for employees and communities that have been historically marginalized. Taking a broad lens to develop targeted interventions that prioritize affordability, culturally competent care, and high-quality services, employers can realize the value of promoting health inclusion and becoming an employer of choice. Implementing a holistic approach—and when possible, a global approach—is an effective way for employers to promote inclusion and consistency throughout their organizations.

Related Resources

• Employer Guide to Health Inclusion
• Social Determinants: Full Guide
• Podcast: Managing Equity, Fostering Innovation in Rural Health Care Delivery
• 2027 Employer Healthcare Strategy Survey: Executive Summary
• Ensuring Ongoing Support for Employees: How to be a Steward of Your Global Workforce
• LGBTQ+ Inclusive Benefits and Employer Challenges
• Exploring Innovation in Preventive Care
• Podcast: An Inside Look at Lincoln Financial Group’s Commitment to Equity and Engagement
• Podcast: Demonstrating LGBTQ Allyship through Inclusive and Equitable Workplaces
• Podcast: Weathering Health Storms with Predictive Analytics

More Topics

Resource Health Inclusion Social Determinants of Health